Division Vp, Human Resources - Chro

The Division VP-Human Resources /Chief Human Resources Officer (CHRO) provides oversight of the full range of operational and strategic Human Resources activities within CommonSpirit Health. Ensures the efficient implementation of a single CommonSpirit Health Human Resources delivery model which aligns the HR structure, processes and systems with CommonSpirit Health System HR strategies.

The incumbent continuously refines the role of Human Resources within the Division to ensure that Human Resources operates with its business partners as a dynamic and fully integrated service line. The Division VP-Human Resources/CHRO directs the HR team and formulates partnerships across the HR team and CoE to deliver value-added service to management and employees that reflect the strategic business objectives of CommonSpirit Health.

• Collaborates with Service Area Financial and Operational leaders to drive effective management of human capital costs resulting in a positive ROI. Accelerate the development of Human Resources culture talent structure systems and processes.
• Advises management and ensures compliance with laws and regulations pertaining to human resources. Develops processes and programs that ensure readiness and compliance in a highly regulated healthcare environment.
• Develops implements and oversees education/training programs and vehicles that support strategic objectives and address operational and regulatory requirements. Conducts needs analysis perform research design related staff or management training and organizational development programs and ensures consistency of messages.
• Develops long-term relationships with organizations educational institutions and individuals that will enhance the talent pipeline flow toward the healthcare profession in general and the Service Area in particular.

Core Competencies

• Facilitating Change – Encouraging others to seek opportunities for different and innovative approaches to addressing problems and opportunities; facilitating the implementation and acceptance of change within the workplace.
• Building Trust – Interacting with others in a way that gives them confidence in one’s intentions and those of the organization.
• Driving for Results – Setting high goals for personal and group accomplishment; using measurement methods to monitor progress toward goals; tenaciously working to meet or exceed goals while deriving satisfaction from the achievement, creativity and continuous improvement. Goes the extra mile.
• Technical Competence – Demonstrates breadth and/or depth of professional/technical skills and capabilities required for position; shares knowledge; sets or contributes to the Company’s direction within area of expertise.
• Leading Through Mission, Vision & Values – Keeping the organization’s mission, vision and values at the forefront of associate decision making and action.
• Patient/Customer Focus – Ensuring that the patient/customer perspective is a driving force behind our actions and business decisions; crafting and implementing service practices that meet patients'/customers’ and own organization’s needs. (Focus also includes internal and external customers.)
• Building Partnerships & Teamwork – Identifying opportunities and taking action to build strategic relationships between one’s area and other areas, teams, departments, units or organizations to help achieve business goals. Resolves issues and problems, and makes a significant contribution to team efforts.

Functional Competencies

• Planning: Tactical, Strategic – Knowledge of effective planning techniques and ability to contribute to operational (short term), tactical (1-2 years) and strategic (3-5 years) planning in support of the overall business plan.
• Labor Relations – Knowledge of the rights and obligations for the employee and employer relationship and ability to adhere to legal requirements when handling employee negotiations in a unionized workforce.
• Influencing – Knowledge of effective influencing tactics and strategies; ability to impact decisions within and outside one’s own organization.
• Employee Relations – Knowledge of the rights and obligations in the employee and employer relationship and ability to adhere to legal requirements when handling employee negotiations.
• Human Resources Policies, Strategies and Environment – Knowledge of major responsibilities, accountabilities, and organization of the Human Resources (HR) function or department; ability to use and effectively administer the organization's HR policies, strategies and environment.
• Human Resources Planning and Development – Knowledge of policies, considerations and processes of human resources (HR) planning and development; ability to plan and develop an organization's HR operations in order to increase individual and organizational effectiveness.
• Decision Making and Critical Thinking – Knowledge of the decision-making process and associated tools and techniques; ability to accurately analyze situations and reach productive decisions based on informed judgment.